Article (January-2022)

Articles

Technology should be combined with human interaction opportunities

Mona Cheriyan

Designation : -   President & Group Head HR

Organization : -  Thomas Cook India Ltd.

01-Jan-2022

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The Human Resource function is evolving into a more technology-based profession. With a large amount of self-service being offered by the Human Resource Information Systems, in many organisations, employees now see the face of HR as a portal rather than the set of HR professionals. This transformation of HR service delivery is known as "e-HR," and implementing e-HR requires a fundamental change in the way HR professionals view their roles and deal with their employees.

Almost all firms now provide employees access to HR services, through technology and web-based applications, dramatically changing the practice office-to-face human resource management. These changes often result from the need to cut costs and expand or improve services. It is a well-known fact that organisations that successfully adopt HR technology tools outperform those that have not implemented any technology solutions. Most organisations already have automated basic HR Administration and therefore, the simple automation of HR processes can no longer give you a competitive advantage. Organisations must explore technology solutions to transform their HR practices and market their employer brand.

Implementing technology in HR requires a fundamental change in the way HR professionals view their roles. Not only do HR professionals need to have HR skills and knowledge, but also need to apply that knowledge via technology. With the whole world going increasingly digital, HR managers need to develop the ability to adapt to new technology. Whether its managing information remotely, working on the go, through mobiles and tablets, or engaging with people on social media sites, today HR managers are expected to do more with technology than ever before.

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Some of the important technology skills that any HR should have/develop today :

Interacting on Social Media Platforms : Some of the social media tools such as Face book, Twitter, and LinkedIn have become essential to business networking, especially in HR. They are used actively for posting information about job openings on the organisation web page and other job boards for attracting potential candidates. This also helps building the employer brand visibility by communicating with the public about the organisation.

Human Resources Management Systems (HRMS) : There are many providers of Human Resources Management Software systems with a plethora of functional capabilities. Some are cloud-based based systems with in-built best in class processes. Familiarity with an HRIS solution can help streamline several HR tasks and processes, speed up operations and reduce the risk of manual errors. Some of the systems have a few modules while others focus on automating the entire HR function. HR professionals need to leverage such systems for managing the end-to-end employee life cycle. Earlier manual processes are now made much more efficient through social media integration, multiple job board management, career pages, automated resume parsing, candidate screening, and interview scheduling features.

Cloud Technology : Understanding how to operate cloud-based systems allows for centralization of HR and business data which makes access easier, organizing information which allows HR professionals to manage everything from on boarding to payroll, learning and development to exit management, feedback and much, much more.

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